Empirical Study On The Impact Of Employee Psychologicl Contract On Job Performance Taking 85 Employees In Shenzhen's State-owned Enterprises As An Example

With the continuous change of the domestic and foreign economic situation and the continuous improvement of the domestic people's material level,more enterprise employees will change the state of work stability,which will lead to greater challenges in the establishment and maintenance of employee relations.Therefore,this study will start from the hypothesis that the psychological contract has an impact on the performance of the work.Through the empirical study of the employees in the state-owned enterprises,this paper will give some suggestions on how to build a better psychological contract and improve the performance level of the employees.Therefore,this study will empirically analyze the relationship between psychological contract and job performance.The main contents of this paper are divided into the following parts:the first part is introduction:the research questions are put forward from two angles of practice and theory,and the background of the study,the significance of the research,the method of research and the content of the paper are clarified.The second part of the literature review:this chapter nainly introduces the theory of psychological contract and knowledge employee performance,and the theoretical basis of the two parties,as well as the relationship between the various potential variables,and provides a theoretical basis for the model construction.The third part of the research design:first,on the basis of previous literature review,the hypothesis and construction model of this study are established.On this basis,the operational definition of the research variables,the design of each research variable,the design of the research variables,the sampling objects and methods,the results of the research and the research are also explained.The method of data analysis is studied.The fourth part of the data analysis and interpretation:first,test the reliability and validity of the scale of the sample data collected in the trial stage,to determine whether the questionnaire is reasonable and whether it is suitable for the follow-up measurement.Then,the measured data are analyzed,and the validity of the model type and the hypothesis of this research are verified by SPSS20.0 and AMOS21.0 Analyze the impact and degree of variables and reveal the relationship between psychological contract and knowledge workers' job performance.The fifth part is the conclusion and suggestion,summarizing the conclusions of the empirical study.The conclusion of this paper is that,first of all,in the state-owned enterprises,the psychological contract of knowledge workers has a positive effect on employee performance,that is,the more the psychological contract is satisfied,the higher the knowledge worker is.Secondly,on the relationship between psychological contract and employee performance,the employee psychological contract has a positive impact on the three dimensions of work performance,and the degree of the impact on task performance is the greatest.The minimum influence degree is the adaptive performance,and the degree of influence on the relationship performance is in the middle position.Finally,the impact of employees' dimensions on employee performance,and the psychological contracts of three dimensions of transaction,relationship and development have a positive impact on employee performance.The relationship type psychological contract has the highest degree of influence on employee performance,the employee performance is the second of the transaction type psychological contract,and the development type psychological contract has the least degree.